Influencia de los beneficios extralegales en el logro de los objetivos del negocio

Abstract

Objective: To characterize extra-legal benefits to employees based on the analysis of the perception that the human resources managers have on the influence of these benefits in the achievement of the organization's objectives, as well as to identify the main extralegal benefits that impact on this achievement and develop the concept of extralegal benefits from existing bibliographical references -- Conceptual references: Three concepts that allow the development of this research work are addressed: Business Strategy, Total Compensation for Employee and Extralegal Benefit Plans -- Method: The method to be developed for this research will be qualitative and quantitative with a descriptive approach -- It is a case study based on a questionnaire and semi-structured interviews with Human Resources Managers with the following characteristics: hierarchical levels 1 and /or 2 of the organization (Directors, Managers or Vice Presidents), subjects or participants who have a minimum seniority in their position or in the company of 5 years and that preferably belong to multinational companies or multilatinas located in Medellín -- Results: According to the categories of analysis employed, extralegal benefit plans can influence business objectives, as they form a fundamental part of comprehensive compensation granted to the employee, contain plans and programs related to integral health and wellness, when their philosophy arises from certain attributes of the defined corporate culture and when such plans are dynamic and fit the needs and purposes of the business and employees -- Conclusions: It is possible to characterize the perception that human resources managers generally have on the influence of extralegal benefits in achieving the organization's objectives -- To achieve this, managers develop diagnoses and designs of their extralegal benefit plans, analyze current trends in the plans and programs of a local market or an industry, validate the employees' perception, satisfaction and importance of plans, develop a more strategic communication strategy and constantly review the demographics of employees and families -- All these actions and initiatives to achieve a sustainable benefit plan over time, with high impact on employees, aligned with the employee's value proposition and compensation and adjustable to the constant changes in the strategy and business objectives